Senior ER Advisor

Job overview

We have an exciting opportunity available for a Band 6,  Senior ER Advisor in the Employee Relations team. The postholder will provide professional ER advice and guidance to managers and lead on complex cases for their respective division, deliver a range of different training initiatives as well as partner with the HR Business Partners to provide ER support. This is a great development opportunity and appropriate training and support will be provided.

Main duties of the job

The Senior ER Adviser is accountable for providing a high quality and comprehensive range of Employee Relations support to managers. Cases will be assigned by Head of ER or ER Specialist, and will include cases up to and including dismissal, ER aspects of organisational change and TUPE. The post holder will contribute to policy revision and formalisation.    The post holder will proactively oversee, manage and support multiple ER cases, including investigations and hearings, in a wide range of complex employment matters.    The post holder will be expected to understand issues concerning equality and diversity, how this relates to their role and across the Trust; and work in accordance with the Trust’s Equality objectives and policies

Detailed job description and main responsibilities

For further information please refer to the Job Description and Person Specification

To play a lead role in providing professional advice and support to managers on the interpretation and application of Trust People Management policies and procedures, terms and conditions and contractual issues ensuring timeliness, fairness, and consistency.    To actively advise, coach and assist managers when dealing with issues under the Trust’s People Management policies and procedures e.g. Disciplinary, Grievance, Sickness, Performance, Dignity at Work, Flexible Working, Maternity/Paternity/Adoption and Organisational Change. This will include providing support with investigations, coaching managers through the process and development of reports of findings, attending formal ER meetings/hearings and appeals where necessary to advise on policy, good HR practice and employment law.    To ensure all ER casework is logged and tracked on the ER Tracker system, and that casework is progressed in line with relevant HROD KPI’s/SLA’s.    To support managers to proactively manage sickness absence by reviewing monthly absence reports and identifying cases that have triggered and require appropriate action and interventions.